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Digital Sovereignty & ANPDP (Law 18-07 & Law 25-11)

HR Compliance and Personal Data Protection (Law 18-07 & Law 25-11)

In Algeria, handling candidate recruitment files and personal employee data is governed by Law 18-07 of June 10, 2018, strengthened by Law 25-11 of July 24, 2025. Facing new statutory mandates on artificial intelligence oversight, candidate profiling, and territorial data sovereignty, INARA RH guarantees 100% on-device local execution: zero data leakage to foreign servers, ensuring total peace of mind during ANPDP compliance audits.

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Professional Role Definition

What is HR compliance under Law 18-07 and the 25-11 regulatory update?

HR compliance in Algeria refers to the statutory obligation placed on employers and recruitment agencies handling candidate data (resumes, identities, contact details) to ensure data confidentiality, security, and an absolute ban on unauthorized cross-border transfers (Articles 32 and 36 of Law 18-07). Law 25-11 of July 24, 2025 further mandates the maintenance of an activities register, algorithmic profiling safeguards, and the appointment of a Data Protection Officer (DPO).

Strict prohibition of candidate data transfers abroad without prior explicit authorization from the ANPDP.

Algorithmic profiling safeguards: mandatory preservation of human oversight in all hiring decisions.

Documented processing activities register maintaining full local auditability of candidate screening.

Complete removal of compliance vulnerabilities thanks to INARA RH’s 100% on-premises desktop architecture.

Regulatory Update: 2025 Statutory ReformLegal framework: Law No. 25-11 of July 24, 2025

Major Milestone: Law No. 25-11 of July 24, 2025 Amending and Supplementing Law 18-07

In response to the rapid rise of artificial intelligence, high-volume data analytics, and cloud platforms, the Algerian legislature enacted Law No. 25-11 on July 24, 2025. This statute thoroughly modernizes Law 18-07 by establishing digital governance obligations, strict boundaries on algorithmic profiling, and heightened penalties for data controllers and processors.

Algorithmic profiling boundaries and human primacy

Profiling & AI Decisions

Law 25-11 formally defines algorithmic profiling. In recruitment, no candidate may be subjected to decisions producing legal effects based solely on automated processing. INARA RH strictly complies: local AI provides advisory insight without ever rejecting or hiring applicants autonomously.

Mandatory processing activities register and audit logs

Enterprises must maintain a documented register of data processing activities paired with access logs. With INARA RH’s closed-loop architecture, all screening and analysis operations remain traceable on your workstation, streamlining compliance audits.

Appointment of a Data Protection Officer (DPO)

Governance & DPO

The law enshrines the role of the internal DPO responsible for overseeing compliance and interfacing with the ANPDP. INARA RH’s on-premises architecture significantly eases the DPO’s workload by eliminating third-party sub-processor and international transfer risks.

Expanded inspection powers and regional ANPDP deployment

ANPDP Inspections

The National Personal Data Protection Authority (ANPDP) now operates regional offices with expanded powers to conduct unannounced on-site inspections. Utilizing software hosted 100% on your hardware ensures immediate, confident audit compliance.

100% Local

Zero Outbound Transfer

No candidate data transmitted to foreign cloud servers

Laws 18-07 & 25-11

Updated Compliance

Strict adherence to sovereignty rules and 2025 AI statutory mandates

Anti-Profiling

Human Oversight

AI assists recruiters without ever automating final hiring decisions

ANPDP

Instant Clearance

Exempt from transborder data transfer authorization permits

Major legal exposure of foreign cloud software before the ANPDP

Many organizations utilize SaaS platforms hosted in Europe or North America, or copy candidate resumes into public online AI tools. This directly violates Article 36 of Law 18-07 and Law 25-11 mandates on profiling and registers, exposing employers to severe administrative and penal sanctions.

Leakage of sensitive identifiers (18-digit NIN, Social Security NSS, contact details) to third-party offshore servers.

Absence of cross-border data transfer permits issued by the ANPDP authority.

Non-compliance with Law 25-11 obligations regarding documented processing registers and audit logs.

Risk of illegal automated profiling without explicit candidate consent or human oversight.

INARA RH sovereign architecture: Airtight processing on your hardware

INARA RH was designed from day one as an autonomous desktop client executing exclusively on your corporate PC.

Encrypted local storage

Your candidate resumes, job profiles, and assessment scorecards remain confined within your secured environment.

Automated PII anonymization

The 3-source triangulation engine automatically redacts names, contact details, ages, and statutory numbers.

100% offline mode

Run local Ollama models in disconnected mode with zero network packets leaving your computer.

Immediate data purging

Permanently delete candidate records in one click with zero hidden data retention on external servers.

Key Capabilities

3-Source PII Anonymization Engine

Detects and neutralizes Latin and Arabic names, addresses, emails, phones, and official identifiers (NIN, NSS, ID card, passport).

Pre-Flight Guardrail Inspector

Systematic visual check before analysis, preventing the accidental transmission of raw nominative data.

Zero-Token Exclusive Local Mode

Deterministic 4-pillar scoring operating with zero external queries and zero paid token expenditures.

Compliant Purging and Archiving

Candidate lifecycle management tools to strictly respect recommended statutory data retention periods.

Regulatory Comparison: INARA RH vs Law 18-07 and Reform 25-11

Evaluation against obligations enforced by Algerian legislation and the ANPDP authority.

Statutory Requirement (Laws 18-07 & 25-11)	Foreign SaaS Cloud Platforms	INARA RH Sovereign Desktop Suite
Physical Data Location	Remote servers hosted abroad (Europe, USA)	Local hard drive of the enterprise in Algeria
Cross-Border Transfer (Art. 36)	Non-compliant without formal prior ANPDP authorization	Compliant by default (zero transfer outside the machine)
AI Profiling Oversight (Law 25-11)	Black-box algorithms with risks of automated decisions	Deterministic advisory AI with mandatory human validation
Processing Register & Auditability	Logs dependent on foreign hosting providers, complex access	Local history immediately accessible for the DPO
Handling of Identifiers (NIN, NSS)	Nominative data exposed to external third parties	Automated triangulation anonymization prior to analysis
Offline Functionality	Inoperable during internet outages	100% operational in disconnected mode via local Ollama
Licensing and Currency	Recurring monthly SaaS fees in foreign currencies (EUR/USD)	Perpetual permanent license billed in Algerian Dinars (DZD)

Client caseAgri-Food Enterprise Group with 1,200 Employees

Sector: Food Processing and Manufacturing in Blida

Initial Challenge

Achieve compliance with ANPDP requirements following Law 18-07 executive decrees and Law 25-11 while handling 3,000 annual applications.

The INARA Solution

Replaced a US-based cloud service with INARA RH deployed across 4 talent acquisition workstations.

Measured Outcomes

Zero candidate data transferred outside Algerian national territory

ANPDP compliance cleared with no cross-border exemption filing required

Annual savings in foreign currency previously spent on software subscriptions

INARA HR modules deployed in this solution

INARA RH AI Center configuration console displaying Google Gemini, Groq, and local Ollama server models

AI Center & Models

Data sovereignty supervision and disconnected local Ollama option

Explore module›

Resume Analyzer

Anti-bias Anonymous Mode and personal identifier masking

Explore module›

ATS system and mass resume screening on INARA RH featuring 4-pillar deterministic scoring and 69 wilayas filters

Local ATS System

Candidate hiring database 100% confined to your workstation

Explore module›

Frequently asked questions about Law 18-07 Compliance

What update does Law 25-11 of July 24, 2025 bring to Law 18-07?

Law No. 25-11 of July 24, 2025 amends and supplements Law 18-07 to modernize the Algerian legal framework for artificial intelligence, big data, and cloud environments. It formalizes rules on algorithmic profiling, mandates processing registers, enshrines the role of Data Protection Officers (DPOs), and grants the ANPDP expanded regional inspection powers.

How does INARA RH ensure compliance with Law 25-11 AI profiling rules?

Law 25-11 prohibits individual hiring decisions based exclusively on automated processing. In INARA RH, artificial intelligence functions strictly as an advisory aid: scores inform recruiters, but final hiring or rejection decisions remain under human responsibility.

How does Law 18-07 impact recruitment in enterprises?

Law 18-07 protects the personal data of individuals. Resumes contain sensitive private information (address, photo, civil status, career). Employers must guarantee confidentiality and cannot transmit files to foreign servers without formal ANPDP authorization.

Do I need an ANPDP authorization permit to use INARA RH?

No, because INARA RH stores all files and data on your local workstation hard drive. The absence of cross-border data transfers significantly streamlines your internal regulatory compliance.

How does Algerian identifier masking work?

INARA RH’s PII engine automatically detects the format of the 18-digit National Identification Number (NIN), Social Security Number (NSS), bank RIP/RIB details, and phone numbers, neutralizing them prior to processing.

Can INARA RH be used without an internet connection?

Yes. Both the local ATS screening engine and local AI models via Ollama operate autonomously in a closed loop without network access.

Previous solutionAlgerian SMEs

Next solutionManufacturing & Plants

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